Since September 11th, the issue of security has been increasingly of
             concern, not just to individual persons, but also to the federal
             government, as well as private retail and industrial organizations.
             However, while all of these respective organizations may wish to be safe,
             quite often retail and industrial organizations have different budgetary
             concerns that affect their risk management analysis of what technical
             security measures to deploy, and also in their risk management assetsâ€"as
             in, their analysis of what risky and dangerous behaviors their own
             employees may be most particularly apt to engage in. Retail organizations
             will almost always, by organizational necessity, promote profit making as
             its main security and financial concern, in contrast to the federal
             government's desire to protect the integrity of the nation over profit
             making. Industrial organizations and service-based industries from
             hospitals to schools may fall in between these two security concerns,
             hoping to both protect the public, protect and screen employees, and also
             For instance, industrial organizations, when engaging in internal
             investigations into employee conduct, usually decide such behavior merits
             investigation when it is against company and also against government
             policy, such as in regards to sexual harassment law that violate other
             employee's sense of personal integrity. Companies do not wish to be found
             legally in violation of such statutes. Employee policy is thus subject to
             discipline as defined in employers' codes of conduct. Transgressing policy
             may also be defined in collective bargaining agreements within corporate as
             well as within public legal structures.
             Thus negative employee behavior may be legally undefined and left to
             the employer's discretion at the time the conduct occurs. Obvious types of
             ...